Sentences with phrase «protected against employer»

Not exact matches

The employer should make sure that they have a legitimate case against the employee in this instance because many situations are covered by the Family and Medical Leave Act (FMLA) and other laws that protect employees.

Bt as a rule using a work computer for personal reasons or doing work on a personal computer (or tablet or smartphone) can significantly change the threat level that an employer has to protect itself against.

Small business employers also provide access to larger networks such as supply chains, therefore protecting this information against increasing cyber threats is critical.

Employment practices liability insurance (EPLI) is a specific type of business insurance that protects employers against lawsuits initiated by employees.

Retirees may view annuitized income from Social Security and employer pensions as their primary source of retirement spending and think of the retirement portfolio only as a reserve to protect against the unexpected.

EQUAL OPPORTUNITY EMPLOYER The Windsor Court Hotel is an equal opportunity employer and does not discriminate against associates or job applicants on the basis of race, religion, color, sex, age, national origin, handicap, veteran status, or any other condition protected by applicable state or federal laws, except where a bona fide occupational qualification EMPLOYER The Windsor Court Hotel is an equal opportunity employer and does not discriminate against associates or job applicants on the basis of race, religion, color, sex, age, national origin, handicap, veteran status, or any other condition protected by applicable state or federal laws, except where a bona fide occupational qualification employer and does not discriminate against associates or job applicants on the basis of race, religion, color, sex, age, national origin, handicap, veteran status, or any other condition protected by applicable state or federal laws, except where a bona fide occupational qualification applies.

Dan Watkins, director of Contact Law, commented: «The introduction of «protected conversations» will offer employers the chance to have frank conversations with staff about their performances without fear of their every word being scrutinised and potentially used against them in a tribunal.

She also helped write the Violence Against Women Act and a 2008 law designed to protect people with genetic predispositions to health conditions from facing discrimination from their employers or health insurance companies.

«These regulations affirm that all transgender individuals are protected under the State's Human Rights Law, and all public and private employers, housing providers, businesses, creditors and others should know that discrimination against transgender persons is unlawful and will not be tolerated anywhere in the State of New York,» read the press release announcing the action.

She hopes that laws based on these guidelines will protect against what she calls «the triple threat» posed by genetic information: employer discrimination, the fear of losing health insurance, and the loss of privacy.

She also introduced to the Forum a newly enacted law, GINA («Genetic Information Nondiscrimination Act»), which protects against health insurance companies and employers using genetic information to discriminate against individuals or families.

Unions were initially formed to protect workers against brutal employers who abused laborers, refused adequate breaks and time off, and did not ensure safe working conditions.

The original passage of the Age Discrimination in Employment Act of 1967 (ADEA) protected employees against age discrimination but limited protection to workers between the ages of 40 and 65 and allowed employer benefit plans to include mandatory age limits.

(ADEA) protected employees against age discrimination but limited protection to workers between the ages of 40 and 65 and allowed employer benefit plans to include mandatory age limits.

Summit Public Schools is an equal opportunity employer and does not discriminate against any employee or applicant on the basis of race, color, ethnicity, national origin, religion, gender, gender identity and / or expression, sexual orientation, disability, age, marital status, military status, pregnancy, parenthood, citizenship status, creed, or any other characteristic protected by federal, state or local law.

The creation and maintenance of a compliant drug and alcohol testing policy is essential for employers hoping to maintain a safe and productive workplace in addition to protecting themselves against costly litigation.

...» Secondly, Title VII itself, especially through Section 704 (a)-- as the circuit court's opinion in Emporium Capwell noted — specifically protects the right to protest against racial discrimination in employment by protecting employee protests from employer retaliation.

No one can positively say what would happen in a particular case, but in order for a debtor to protect themselves against such wrongful termination by an employer during a bankruptcy, it might be wise to consider retaining a lawyer with that type of experience.

We are an Equal Employment Opportunity employer and as such do not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.

As employees spend more time at the office, the number of inter-office romances has increased and so too, has the need of employers to protect themselves against any liability for sexual harassment claims that often result from a love affair gone wrong, reports Newsweek.

The opinion recites four considerations that would tend to establish an ethical duty for a lawyer to warn the client against using a business device or system for electronic communication: Where the client has already communicated by electronic means or has indicated an intention to do so; where the client is employed in a position that would provide access to a workplace device or system; given the circumstances, the employer or a third party has the ability to access the email communications and; that as far as the lawyer knows, the employer's internal policy and the jurisdiction's laws do not clearly protect the privacy of the employee's personal email communications via a business device or system.

It is an area that may continue to evolve as adjudicators seek to balance, on the other hand, the desire not to have a hierarchy of human rights where certain grounds of discrimination are more protected than others against, on the other hand, the recognition that employers can not accommodate all family choices and preferences.

The lawyers at HKM Employment assist employees who have been retaliated against by their employer when they were protected under the clauses of the Family Medical Leave Act.

Contact the Kansas personal injury lawyers at Ketchmark and McCreight, P.C. for more information about the contingency fee method of payment at any time and we will be happy to explain how you are protected financially when filing your injury at work claim against your employer with our dedicated help.

Ironically, that implied term was created in the late 1800s to protect employers against transient labourers.

We're committed to principles of equality and fair treatment, and will work to hold accountable any employer who has unfairly discriminated against you for being part of a protected class.

Accordingly, anti-age discrimination in employment law aims at promoting various purposes to remedy these wrongs, including preventing opportunistic behaviour by employers, who are tempted to dismiss older workers when their labour costs are higher than their marginal productivity; promoting displaced older workers who experience major challenges to reemployment; protecting against ageist stereotypes and ageism; and alleviating social isolation, oppression and economic deprivation among older workers.

Employers must ensure that they protect themselves against future dilemmas when recruiting an independent contractor.

Title VII's anti-retaliation provision prohibits an employer from discriminating against any of its employees for engaging in protected conduct.

If employers want to review social networking profiles to get a sense of what a potential employee is like, I say let them (so long as they don't use the information to unlawfully discriminate against protected groups).

This judgment confirms that an incorrect analysis (even in good faith) by an employer of whether a disclosure was protected provided no protection against a whistleblowing claim.

There are certain laws that protect the rights of an employee to be able to file personal injury claims against their employers without fear of losing their jobs in the process and the Kansas personal injury lawyers at Ketchmark and McCreight, P.C. will be willing to go through all of these protection laws with you at any time.

Employers are obliged to ensure that they take all reasonable measures to adequately protect their employees against any risks of foreseeable harm.

But, even in a religious entity or a religious context, the stance that courts would take would be to refrain from enforcing anti-discrimination laws against the employer, not to protect a white supremacist employee for discrimination.

Employers will need to keep control to a minimum, both in the contract and in reality, to protect against a finding of worker status.

However, employers must always ensure they respond with a requisite degree of objectivity and procedural rigor to ensure that they protect themselves against an investigation that could be seen as «inept or unfair» as in Home Hardware, ultimately resulting in excessive damage awards levied against the employer.

The Courts have drawn a significant distinction between restrictive covenants in commercial situations and restrictive covenants in employer / employee situations (generally interpreting the latter covenants against the employer) and, as a result, great care must be taken in order to draft a covenant which will effectively protect the interests of the employer and also survive scrutiny by the Court.

Employers are protected against lawsuits and injured workers receive benefits.

The best way for employers to protect against unanticipated notice liability related to terminations of short service employees is through the preparation and execution of employment agreements which contemplate the amount of notice that the employee will receive upon termination.

The ECHR would expect an employer to strike a balance when considering the employee's right to private life against the employer's right to monitor email use in order to protect its business.

The policy statement refers to the OHRC's updated policy on the duty to accommodate disabilities and protect the disabled against discrimination that was released last year, noting the role of medical professionals in the accommodation process and the type and scope of medical information needed to give employers.

We can protect those rights and help you to file a claim against an employee or employer who has been the perpetrator of the harassment.

Employers relying on these assumptions may believe themselves better protected against claims for payment of reasonable notice than may in fact be the case.

The Regulations provide that a zero hour contract employee is protected against detriment and unfair dismissal in the event that they breach a contractual clause prohibiting them from working for another employer.

Require employers to take the prescribed measures to prevent and protect all employees against harassment and violence in the workplace, to respond to occurrences of harassment and violence in the workplace and offer support to employees affected by harassment and violence in the workplace.

In each case the employer was pursuing a policy of nondiscrimination against service - users, and the right not to be discriminated against on grounds of sexual orientation was also protected under the Convention.

We help employees hold their employers accountable for unjust and discriminatory treatment at work, and we protect individuals against abuse and misconduct by government officials.

Many employment agreements contain covenants not to compete to protect employers from employees competing against them when the employment ends.

Employers have a statutory obligation to take care of the safety and health of their employees while at work by taking the necessary measures in order to protect them against sexual harassment and unwanted behaviour.

Employers have to be especially careful when making adverse employment decisions, such as firing or demoting, because such decisions could open the door for potential retaliation claims against the employer if the subject employee is a member of a «protected class.»